Here's how you can discuss a raise with your nonprofit leadership supervisor.

1 Know Your Worth

Before you initiate the conversation, it's crucial to assess your contributions and performance objectively. Reflect on your achievements, responsibilities, and the unique skills you bring to the table. Have you taken on more duties since your last salary review? Are you delivering exceptional results or managing successful projects? Articulate your value proposition clearly; remember, it's not just about the years you've served but the quality and impact of your work. By recognizing your worth, you can confidently justify why a raise is not only deserved but also a smart investment for the nonprofit.

2 Timing Matters

Selecting the right moment to discuss a raise is as important as the discussion itself. Aim for a period when the organization is not grappling with budget cuts or fundraising shortfalls. Ideally, schedule your talk after a successful project completion or during annual performance reviews when salary discussions are expected. Be mindful of the fiscal calendar too; approaching your supervisor just after the new budget has been set can increase your chances of success as resources may be more flexible.

3 Prepare Your Case

Enter the conversation equipped with a well-prepared case. This means having a clear and concise summary of your accomplishments, how they've benefited the organization, and any additional responsibilities you've taken on. While passion for the cause is commendable, focus on tangible results and professional growth. Anticipate potential counterarguments and have thoughtful responses ready. Your goal is to demonstrate that investing in you is synonymous with investing in the nonprofit's mission.

4 Approach with Empathy

When you're ready to have the conversation, approach your supervisor with empathy. Understand that they're balancing the needs of the entire organization and may face constraints you're not aware of. Communicate your request respectfully and be open to dialogue. It's not just about stating what you want, but also listening to their perspective. A collaborative approach can lead to creative solutions, such as additional benefits or professional development opportunities if a salary increase isn't feasible at the moment.

5 Negotiate Fairly

If your supervisor is open to considering a raise, be ready to negotiate fairly. Have a reasonable salary range in mind based on your research of comparable positions within the nonprofit sector. Avoid ultimatums or aggressive tactics; these are counterproductive and can harm your relationship with the organization. Instead, focus on finding a middle ground that acknowledges your contribution while respecting the nonprofit's budgetary limitations.

6 Plan B Options

If a raise isn't possible immediately, discuss alternative forms of compensation. Could you negotiate more flexible work hours, additional vacation time, or opportunities for professional development? Sometimes, non-monetary benefits can be just as valuable and contribute to your overall job satisfaction and career progression. It's also important to agree on a timeline for revisiting the salary discussion, ensuring that your request remains on your supervisor's radar for future consideration.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?